Director of human resources jobs in Warwick, RI - 328 jobs

ABOUT OUR CLIENT Our Client is an electrical infrastructure construction and services organization based in the Boston Metropolitan area. The company is in the early stages of formation and experiencing rapid growth, led by highly successful entrepreneurs with an aggressive expansion strategy through acquisitions. This is a high-visibility organization where infrastructure, people, and culture are being built in parallel. ABOUT THE ROLE The Human Resources Manager is a newly created role and will be responsible for building and leading all aspects of the human resources function. This position will partner closely with the executive management team and play a critical role in shaping policies, programs, and culture while remaining hands-on in day-to-day HR operations. The role is ideal for an HR professional who thrives in fast-growing environments and wants to build an HR department from the ground up. RESPONSIBILITIES Develop and implement recruiting strategies for all operational and corporate positions Process and onboard new hires Review, develop, implement, and administer human resources policies for the company Develop, implement, and administer the annual employee performance appraisal program Assist supervisory personnel with counseling and performance management of low-performing employees Maintain company policies including the Company Handbook and Safety Manual Maintain company safety statistics Administer and assist in maintaining all company benefit and insurance programs Ensure compliance and appropriate reporting with local, state, and federal agencies Administer and maintain all personnel and payroll files Process outgoing employees Develop and implement employee training programs Facilitate and promote a positive company culture QUALIFICATIONS Bachelor's degree in Human Resources or a related field Minimum of 5-7 years of progressive human resources experience Extensive experience in recruiting, team building, training, and developing HR policies and procedures Strong knowledge of applicable state and federal employment regulations Excellent oral and written communication skills High level of judgment, discretion, and ability to maintain confidentiality in employee relations matters Strong interpersonal skills with the ability to multi-task, assess needs, influence stakeholders, collaborate, and deliver results Ability to coach, advise, and partner closely with company managers and leadership teams Computer proficiency with Microsoft Office including Excel, Word, and Outlook PREFERRED QUALIFICATIONS PHR or SPHR certification, or actively working toward certification Experience administering employee benefits including wellness programs and 401(k) plans Payroll processing experience Prior experience in an industrial or construction-related industry Prior experience working with union environments

Vice President, Total Rewards HRIS and HR Operations page is loaded## Vice President, Total Rewards HRIS and HR Operationslocations: Bostontime type: Full timeposted on: Posted 2 Days Agojob requisition id: R08224## **Vice President, Total Rewards, HRIS and HR Operations**This position is eligible for our FLEX persona. For more information on our personas, visit our page.**Job Summary**The Vice President of Total Rewards and HR Information Systems and Operations is a strategic and hands-on leader responsible for the design, implementation, and administration of the company's comprehensive total rewards and HR operations strategies. This executive role is crucial in attracting, retaining, and motivating top talent by ensuring our compensation, benefits, and HR systems are competitive, compliant, and aligned with our business objectives. The ideal candidate will be a data-driven leader with a proven track record of building scalable systems, driving operational excellence, and using total rewards to foster a culture of high performance.**Key Responsibilities****Strategic Leadership:*** Partner with the Chief People Officer (CPO) and executive leadership to develop and execute a forward-looking total rewards strategy that supports the company's mission and growth objectives.* Provide strategic direction and oversight for all compensation, benefits, retirement, health and wellness, and absence management programs.* Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities.* Lead and champion change management efforts associated with the evolution of total rewards programs and HR systems to ensure successful adoption and a positive employee experience.* Serve as a key advisor and provide primary support to the Human Resources and Compensation Committees of the Board of Directors, preparing and presenting materials on executive compensation, total rewards strategies, and other relevant governance topics.* Lead the HR Operations and HRIS functions to ensure efficient and effective delivery of HR services, leveraging technology and automation to enhance the employee experience.* Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities.**Compensation:*** Own and evolve the company's total reward philosophy, including job architecture, salary structures, and incentive programs.* Lead the annual compensation planning process, including salary adjustments, bonus payouts, and long-term incentive awards.* Conduct market analysis and benchmarking to ensure compensation programs are competitive and equitable.* *Champion the company's commitment to pay equity and transparency, ensuring clear, open, and consistent communication with candidates and associates in alignment with the Total Rewards Philosophy.** Ensure compliance with all federal, state, and local regulations related to compensation.**Benefits & Wellness:*** Oversee the design, administration, and communication of all health and welfare plans, retirement programs, and wellness initiatives.* Champion a holistic approach to employee well-being, including physical, mental, and financial health.* Manage relationships internally with sales and finance and externally with vendors, to ensure high-quality service and cost-effective solutions.* Ensure compliance with all relevant regulations, including ERISA, ACA, COBRA, and HIPAA.**HR Operations, Information Systems (HRIS):*** Lead the HRIS function, setting the strategy for HR technology and ensuring the optimal use, integration, and enhancement of our HRIS platform (Workday) and other HR systems.* Drive a roadmap of continuous improvement and innovation in all HR systems and processes to enhance scalability, efficiency, and data accuracy.* Ensure the seamless execution of all HR operational processes, from onboarding to offboarding.**Qualifications*** **Education:** A bachelor's degree in human resources, Business Administration, Finance, or related experience is required. A master's degree (MBA or MS in HR) is preferred.* **Experience:** A minimum of 10-15 years of progressive experience in Total Rewards and HR Operations, with at least 5-7 years in a senior leadership role. Experience in the health insurance or healthcare industry is strongly preferred.* **Certifications:** Professional certifications such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or SHRM-SCP are highly desirable.**Skills & Competencies*** **Strategic Vision:** Ability to think strategically and develop a long-term vision for total rewards and HR operations that aligns with the company's goals.* **Leadership:** Proven ability to lead, mentor, and develop a high-performing team across multiple functions.* **Change Management**: Demonstrated expertise in leading organizations through significant changes to systems, processes, or compensation and benefits philosophies.* **Analytical Skills:** Strong analytical and problem-solving skills, with the ability to translate data into actionable insights.* **Partnership Integration:** Experience in leading HR due diligence and integration processes for strategic partnerships and collaborations, ensuring seamless cultural and operational alignment.* **Communication:** Excellent communication and presentation skills, with the ability to influence stakeholders at all levels, including the Board of Directors. Demonstrated ability to communicate complex topics in a simple and transparent manner across the organization.* **Financial Acumen:** A strong understanding of the financial implications of compensation and benefits programs.* **Regulatory Knowledge:** Deep knowledge of all relevant laws and regulations governing compensation and benefits programs.#LI-Hybrid## Minimum Education Requirements:High school degree or equivalent required unless otherwise noted above## LocationBoston## Time TypeFull time Salary Range: $316,080.00 - $386,320.00 The job posting range is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs and affordability.This job is also eligible for variable pay.We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and a suite of well-being benefits to eligible employees.Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.We understand that the and can prevent amazing candidates coming our way, so please don't hesitate to apply. We'd love to hear from you. You might be just what we need for this role or possibly another one at Blue Cross Blue Shield of MA. The more voices we have represented and amplified in our business, the more we will all thrive, contribute, and be brilliant. We encourage you to bring us your true colors, , your perspectives, and your experiences. It's in our differences that we will remain relentless in our pursuit to transform healthcare for ALL.As an employer, we are committed to investing in your development and providing #J-18808-Ljbffr

A leading investment firm is seeking a skilled Director of Human Resources for Capital Markets in Boston. The ideal candidate will handle recruitment, talent management, and employee development initiatives. Responsibilities include leading hiring efforts, overseeing performance reviews, and enhancing training programs. Applicants must possess excellent strategic planning and problem-solving skills, with at least 12 years of HR experience. Competitive salary of $170,000 - $195,000, plus a bonus opportunity. Join a team focused on fostering a collaborative culture in a dynamic work environment. #J-18808-Ljbffr

COMPANY BACKGROUND Tenet Healthcare Corporation (NYSE: THC) is a diversified healthcare services company headquartered in Dallas with more than 100,000 employees. Through an expansive care network that includes United Surgical Partners International, we operate 60 hospitals and approximately 460 other healthcare facilities, including surgical hospitals, ambulatory surgery centers and imaging centers and other care sites and clinics. We also operate Conifer Health Solutions, which provides revenue cycle management and value‑based care services to hospitals, health systems, physician practices, employers and other clients. Across the Tenet enterprise, we are united by our mission to deliver quality, compassionate care in the communities we serve. For more information, please visit ******************** MARKET SUMMARY Massachusetts Group St. Vincent Hospital (home hospital) - a 297‑bed facility located in Worcester, Massachusetts. Key Service Lines include Cardiology, Cardiothoracic Surgery, Orthopedics, Oncology, Stroke Care, Women's Services, and Robotic Surgery. ********************************** MetroWest Medical Center - has 299 beds located on two campuses in Framingham and Natick, Massachusetts. Key Service Lines include Cardiology, Behavioral Health, Women's Services, and Oncology. ************************* POSITION SUMMARY The Chief Human Resources Officer will be responsible for the St Vincent HR operations and liaison for Metro West and ensuring all common processes, systems, practices, etc. are implemented and provide and governance support. The CHRO will also serve as the hospital and group leadership team as strategic advisor providing high‑quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. Key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. Accountable to ensure oversight and governance of group and hospitals HR processes, systems and policies. Responsible for the overall HR strategy and execution across the organizations. KEY RELATIONSHIPS Consults with business leaders on critical capability and capacity gaps, short‑ and long‑term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. Partners with Hospital Operations, CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. Partners with external HR groups/societies to stay abreast of key industry trends and best practices. Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. ESSENTIAL FUNCTIONS OF THE ROLE Acts as a point of contact to the business for all HR related services and solutions. Will lead other CHROs in market. Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives. Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor. Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met. Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals. Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short‑ and long‑term business needs. Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements. Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement. Drives simplification and elimination of non‑value‑added work in the business and identifies efficiencies and drives organizational effectiveness. Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies. Drives culture change toward the direction of business (understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner and overall objectives are achieved. Leverages external networks to understand market trends, shape organizational strategy and apply leading practices. Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work‑intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels. Other duties as assigned. CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS 10+ years' experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc. Partnering with business leaders to develop, design and implement relevant strategic human resources strategies. Ability to manage and develop senior HR functional and leadership capability. Led organization design, restructuring and strategic workforce planning initiatives. Has successfully led complex and system‑wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction. Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development. Diverse background in multiple industries and/or operating units within the same organization. PROFESSIONAL ATTRIBUTES Skillful at influencing senior leaders and diverse perspectives towards common goals. Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes. Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business. Developed, led and implemented organization and functional change management strategies, initiatives and process. Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability. Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills. Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. Strong organization planning, critical thinking and prioritization skills. Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals. Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans. Demonstrates strong courageous leadership skills in the ability to make balanced, difficult and complex decisions in the face of opposition. PERSO NAL ATTRIBUTES A high‑energy individual with a strong work ethic and high expectations for performance. A person who leads by example and sets strong professional and personal standards for every activity. Someone who values employees at all levels, treating all with dignity and respect. An individual who is able to relate easily to people from all walks of life; empathetic and compassionate. Self‑confident and assured with significant presence and charisma, but with a balanced ego. An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices. Able to establish immediate credibility with peers, senior leadership, and the medical staff. An individual with a contagious passion for his/her work. EDUCATION/ CERTIFICATIONS Bachelor's degree in Human Resource Management or related field. Master's degree in Human Resources or related field. (preferred). TRAVEL Travel within the Massachusetts group of hospitals. Selected candidate will be required to pass a Motor Vehicle Records check. COMPENSATION Base pay: $140,000-$220,000 annually. Compensation depends on location, qualifications, and experience. Position may be eligible for an Annual Incentive Plan bonus of 10%-50% depending on role level. Management level positions may be eligible for sign‑on and relocation bonuses. Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Tenet participates in the E-Verify program. Follow the link below for additional information. E-Verify: ***************************** The employment practices of Tenet Healthcare and its companies comply with all applicable laws and regulations. #J-18808-Ljbffr

Brief Job Description (essential functions of the job): The Office of Streets' Cabinet, which includes Public Works, Office of the Parking Clerk, Transportation Departments, and payroll division, is committed to delivering exceptional City services, building great streets, and implementing a transportation plan that works for all. In order to achieve those goals, the Departments need to be well-staffed, well-trained, and well-supported. The Director of Human Resources- and the Human Resources Team that s/he leads - is at the heart of that effort. This work includes recruiting, developing, and retaining a talented, diverse staff in those departments. It includes supporting all levels of management/supervisors' efforts to motivate and manage staff while providing human resources advice, counsel, and decisions. In this work, the Director of Human Resources reports to the Chief of Streets and works closely with the City's Office of Human Resources, Office of Labor Relations, and Central Payroll departments. Responsibilities The Director of Human Resources directs a human resources program that includes, but is not limited to, Recruitment, selection, retention, processing of personnel transactions, compensation administration, employee relations and disputes, collective bargaining, civil service, benefits administration, attendance management, implementing personnel policies and procedures, workers' compensation, and payroll. Promotes and implements human resource values by planning and managing human resource programs and payroll. Responsible for the Office of the Streets, Public Works Department, Office of Parking Clerk, and Transportation Department annual budget. Responsible for all personnel transactions department-wide. Acts as internal liaison to the City's Office of Human Resources, Office of Labor Relations, the Law Department, Central Payroll Department, and other city departments as required. Employee recruitment, selection, evaluation, development, and retention. Mediates and/or assists in conflict resolution on departmental personnel matters, employee relations & disputes. Enforces compliance with applicable federal, state, and local laws. Works closely with the City's Office of Human Resources and Office of Labor Relations to assist with grievance processing, collective bargaining, administration of disciplinary action, and administrative or judicial proceedings. Acts as the Hearing Officer for the department in the administration of discipline and in the grievance process, and performs related work as required. Responsible for the care and custody of all personnel files Performs special projects and other related work as required. Required to work any and all emergencies as directed by the Chief of Streets or designee. Minimum Entrance Qualifications At least ten (10) years of paid professional experience in Human Resources Management in an administrative or management capacity, of which five (5) years must have been in a supervisory or managerial capacity. A bachelor's degree in human resources, public administration, or business administration is required. Master's degree or other advanced degree in public administration, human resources, or related field is strongly preferred. Experience handling employee relations matters and conducting workplace investigations strongly preferred. Knowledge of human resources administration, labor and employment laws, policies, and procedures required. Knowledge of municipal administration and Civil Service rules and regulations preferred. Strong leadership, project management, and communication skills are required. Knowledge of budget preparations and procedures. Demonstrated proficiency in the Microsoft Office suite, PeopleSoft, or similar human resources information systems preferred. Ability to exercise good judgment and focus on detail as required by the job. Ability to work effectively in a multi-cultural, multi-ethnic work environment. Ability to set and manage priorities in a changing work environment. Demonstrated ability to mediate personnel matters within a heavily unionized environment. Demonstrated ability to lead and develop staff members. Ability to exercise good judgment and focus on detail as required by the job. Preferred Qualifications: Training and experience in public personnel management and/or labor relations. Academic training with an emphasis in human resources, labor relations, and/or public administration. Professional Human Resource (SPRH) or (PHR) certificate. BOSTON RESIDENCY REQUIRED Terms:Union/Salary Plan/Grade: Non-Union/MM2-12 Hours per week: 35

Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Director, Business HR Consulting - Finance, Legal & Corporate Strategy/Development This role serves as the primary strategic HR partner to the Executive Leadership Team (ELT) members leading Finance, Legal, and Corporate Strategy/Development, providing counsel on complex talent and organizational challenges that drive strategic and operational excellence. The Director partners closely with Senior Managers who support Senior Leadership Team (SLT) members within these organizations, creating an integrated approach to talent strategy, organizational design, and leadership effectiveness across these critical enterprise functions. This role requires deep HR expertise, strong analytical and strategic acumen, and the ability to operate as a trusted thought partner to senior leaders navigating the complexity of functions that manage risk, drive strategy, and ensure organizational integrity. Job Responsibilities * Facilitate talent reviews and succession planning conversations with Finance, Legal, and Corporate Strategy/Development ELT leaders, ensuring robust pipelines for critical leadership roles in these strategic functions. * Advise on development moves, rotations, and proactive talent assessment to build bench strength for key roles in financial management, legal counsel, risk management, and strategic planning. * Facilitate organizational design processes and advise on structure options that support financial strategy, legal and compliance objectives, risk management, and corporate development initiatives. * Counsel leaders on organizational implications of strategic decisions including M&A activity, regulatory changes, financial transformation, legal reorganization, and strategic planning processes. * Drive regular organizational hygiene reviews across Finance, Legal, and Corporate Strategy/Development (talent distribution, performance trends, retention risks) with particular attention to specialized expertise and critical technical roles. * Advise on team effectiveness, leadership team dynamics, and cultural alignment within and across these strategic and operational functions. * Partner with leaders to diagnose and address organizational barriers to strategic execution, risk management, and operational excellence. * Serve as thought partner to Finance, Legal, and Corporate Strategy/Development ELT leaders on business decisions with significant people and organizational implications. * Advise on talent implications of strategic initiatives and help leaders navigate organizational complexity inherent in functions that manage enterprise risk, drive strategy, and ensure compliance. * Challenge thinking and offer alternative perspectives on how to achieve business objectives through people and organizational strategies. Typical Qualifications * Ten or more years of progressive HR experience with demonstrated breadth across multiple HR verticals (e.g., talent acquisition, talent management, total rewards, organizational development, employee relations). * Proven track record as a strategic partner to senior leaders, with experience advising ELT-level stakeholders on complex talent and organizational challenges. * Deep understanding of strategic and operational functions including finance, legal, risk management, and corporate development, with the ability to speak the language of these technical disciplines. * Strong understanding of compensation strategy and structures for specialized professional roles, including executive compensation, equity arrangements, and retention mechanisms for critical technical talent. * Exceptional judgment about people and organizational dynamics, with strong pattern recognition developed through diverse HR and business experience. * Demonstrated ability to disagree productively with senior leaders in ways that strengthen relationships and improve decision-making. * Comfort operating in ambiguity and complexity, with the ability to help leaders navigate uncertainty without premature resolution. * Ability to understand how talent and organizational decisions in one area impact other parts of the business, anticipating downstream implications and unintended consequences. * Experience managing scope and accountability across multiple major organizations simultaneously. * Demonstrated curiosity and capability in leveraging AI tools to enhance HR effectiveness, with the ability to identify opportunities for AI application in talent and organizational work. * Track record of building credible, trust-based relationships with senior stakeholders and influencing without formal authority. * High standard of integrity, professionalism, and discretion in handling sensitive and confidential information. * Excellent communication skills, both verbal and written, with the ability to communicate complex ideas effectively to diverse audiences. Expected Compensation $153,000 - $261,000 The base salary range shown reflects the full range for this role from minimum to maximum. At athenahealth, base pay depends on multiple factors, including job-related experience, relevant knowledge and skills, how your qualifications compare to others in similar roles, and geographical market rates. Base pay is only one part of our competitive Total Rewards package - depending on role eligibility, we offer both short and long-term incentives by way of an annual discretionary bonus plan, variable compensation plan, and equity plans. About athenahealth Our vision: In an industry that becomes more complex by the day, we stand for simplicity. We offer IT solutions and expert services that eliminate the daily hurdles preventing healthcare providers from focusing entirely on their patients - powered by our vision to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all. Our company culture: Our talented employees - or athenistas, as we call ourselves - spark the innovation and passion needed to accomplish our vision. We are a diverse group of dreamers and do-ers with unique knowledge, expertise, backgrounds, and perspectives. We unite as mission-driven problem-solvers with a deep desire to achieve our vision and make our time here count. Our award-winning culture is built around shared values of inclusiveness, accountability, and support. Our DEI commitment: Our vision of accessible, high-quality, and sustainable healthcare for all requires addressing the inequities that stand in the way. That's one reason we prioritize diversity, equity, and inclusion in every aspect of our business, from attracting and sustaining a diverse workforce to maintaining an inclusive environment for athenistas, our partners, customers and the communities where we work and serve. What we can do for you: Along with health and financial benefits, athenistas enjoy perks specific to each location, including commuter support, employee assistance programs, tuition assistance, employee resource groups, and collaborative workspaces - some offices even welcome dogs. We also encourage a better work-life balance for athenistas with our flexibility. While we know in-office collaboration is critical to our vision, we recognize that not all work needs to be done within an office environment, full-time. With consistent communication and digital collaboration tools, athenahealth enables employees to find a balance that feels fulfilling and productive for each individual situation. In addition to our traditional benefits and perks, we sponsor events throughout the year, including book clubs, external speakers, and hackathons. We provide athenistas with a company culture based on learning, the support of an engaged team, and an inclusive environment where all employees are valued. Learn more about our culture and benefits here: athenahealth.com/careers ******************************************************

Explore the Possibilities and Advance with Us. You can view all open jobs by clicking here or use the following search form to find jobs that suit your specific career interests. When you join the UMass Chan Medical School team, you join us in advancing together to improve the health and well‑being of our diverse communities throughout Massachusetts and across the US and the world. Together, we lead in education, research, health care delivery, and public service. Your life's work is more than a career. It's an expression of your passion, intellect, skill, and drive. UMass Chan's commitment to excellence, innovation, competitive benefits, and work‑life integration will allow you to build a professionally rewarding career as we work together to better or improve the health of people around the globe. Deputy Executive Vice Chancellor, Chief Human Resources Officer Job Number: 2025-47799 Category: Executive Location: Worcester, MA Shift: Day Exempt/Non-Exempt: Exempt Business Unit: UMass Chan Medical School Department: School - HR-Administration - W860000 Job Type: Full-Time Union Code: Non Union Position -W60- Non Unit Professional Num. Openings: 1 Post Date: Feb. 19, 2025 Position Summary The Deputy Executive Vice Chancellor, Chief Human Resources Officer (CHRO) is responsible for developing and executing the UMass Chan human resources strategy and operations in support of the UMass Chan mission, business plan and strategic direction of the organization. The CHRO will focus on building an entrepreneurial and innovative organizational culture that is aligned with the campus mission and strategic plan; that emphasizes organizational learning; and is characterized by an agile, service‑oriented, diverse, collaborative, high performing, professionally competent, engaged and accountable workforce. The CHRO will articulate UMass Chan human capital needs and plans to the executive leadership team and will have full operational responsibility for overseeing the day‑to‑day aspects of a best‑in‑class HR organization. As a member of the senior management team, the CHRO will also contribute to the development of the UMass Chan overall strategic, operational and financial goals. Essential Functions Develop and deploy people strategies, program and policies that position UMass Chan as an employer of choice, recognized for attracting, developing and retaining talent. Determine the planning, framework and execution to support the people strategy by using a deep working knowledge of the general areas of HR including talent acquisition and management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR communications; leave management, HR compliance and risk; HRIS; succession planning; EAP and HR policy development and interpretation. Design and implement programs to support UMass Chan talent management efforts aimed at ensuring the UMass Chan workforce is representative of the diversity of our surrounding cities and towns. Serve as a thought leader and trusted advisor to the executive team members to lead continuous and sustainable transformation across the organization. Function as a strategic business advisor to senior management of each UMass Chan business unit regarding key organizational and management issues. Develop comprehensive strategic organizational development, talent management, recruiting and retention plans to meet the human capital needs and strategic goals of UMass Chan. Develop and implement compensation philosophies, policies and structures for non-faculty roles; ensure roles are priced to the market and adjust job classification and pay schedules accordingly; manage internal equity, oversee development, administration and adherence to a MEPA and MPTA‑compliant classification and compensation program. Develop internal career management tools for non-faculty employees, such as Individual Development Plan (IDPs) to facilitate personal career and professional development goals. Work with the executive leadership, as needed, to establish sound management succession plans that support the strategy and objectives of UMass Chan. Provide overall leadership and guidance to the HR function, consisting of approximately 57 staff. Oversee HR staff career development, succession planning, retention, training, leadership development, etc. Oversee the development and monitoring of annual budgets for HR units with a focus on improving efficiency and reducing costs. In collaboration with the DIO, develop learning and training programs to educate UMass Chan community members about the importance of diversity and inclusion and work to foster a diverse and inclusive work environment by developing management and staff D&I competencies. Manage HR risks, and ensure that all HR programs and practices are in strict compliance with federal, state and local laws and all other applicable guidelines, rules, and regulations. Coordinate and administer the UMass Chan performance management system for all non-faculty employees; coordinate annual performance/salary reviews according to budget and procedures. Compile data‑based research for strategic workforce analysis purposes. Analyze data, drawing logical conclusions and making recommendations to UMass Chan executive leadership. Provide accurate, professional and legally sound advice, guidance and information to managers and employees on a variety of employee relations issues. Participate as a key member of the UMass cross‑campus HR Administration Council , Better Together Steering Committee, and other cross‑campus leadership teams, representing the unique needs of UMass Chan. Required Qualifications A minimum of 15 years strategic human resources experience with at least 10 years with a combination of experience as Executive/Chief Human Resources executive or second‑in‑command in a multi‑site, complex academic enterprise. MA/MS in human resources is required or equivalent experience. Must be an accomplished and inspirational HR leader with a proven track record of developing and implementing a people strategy with experience in talent acquisition and talent management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR compliance, risk and regulatory requirements; HRIS and HR policy development and interpretation. A commitment to service excellence, a track record of improving HR service delivery and operational excellence, managing a customer focused human resources team and an expertise at leading HR transformation. A visionary leaders who will continue the development of an HR organization with a strong customer service, collaboration and problem‑solving orientation with respect to all areas managed, employing a “yes, and” approach to leadership by the CHRO and the HR team. A commitment to and record of fostering a culture of diversity and inclusion, openness and accountability. Successful development of HR staff and teams; proactive in identifying strategic and organizational issues and a history of positive employee and labor relations experience. Personal and professional values consistent with UMass Chan values and mission. Excellent listener and communicator with demonstrated track record in fostering collaboration and building consensus to achieve collective objectives. A personal style that emphasizes openness, participation, visibility, and responsiveness. Ability to convey the organizations enthusiasm, confidence, goals, and mission, and to inspire same in others. A systems thinker who is able to “connect the dots” quickly and implement initiatives across multiple units. Proven creative problem‑solving skills with the willingness to take the initiative in leading and managing changes; able to execute. A self‑motivated, hard worker who holds people accountable but also encourages creativity and a safe, free exchange of new ideas. Empowers others, maintains a sense of humility, and enjoys giving credit to others. An appropriate risk taker who is action/results oriented. Able to make tough choices that serve the best interests of UMass Chan. Proven creative problem‑solving skills with the willingness to take the initiative in leading change as well as the ability to effectively manage change. Hands‑on approach and reputation for follow through. Is adaptive, decisive and intuitive. Open and accessible personal style; is calm and thoughtful and encourages input and ideas from others. A consensus builder with superb facilitation skills, a team player who is collaborative and collegial, and a person of the highest level of integrity. Proven ability to develop strong and enduring relationships and engage, challenge and mentor others. One who can be an effective, persuasive advocate for human resources. Inquiries, nominations and applications are invited. Please direct all application materials to Steve Davis or Kim Smith via the WittKieffer Candidate Portal ********************************************* Posting Disclaimer This job posting outlines the primary responsibilities and qualifications for the role but is not intended to be an exhaustive list. Duties and expectations may evolve in response to the needs of the department and the broader institution. In alignment with our commitment to pay transparency, the base salary range for this position is listed above (exclusive of benefits and retirement). At UMass Chan Medical School, final base salary offers are determined based on a combination of factors, including your skills, education, and relevant experience. We also consider internal equity to ensure fair and consistent compensation across our teams. Please note that the range provided reflects the full base salary range for this position. Offers are typically made within the midrange to allow for future growth and development within the role. In addition to base pay, UMass Chan offers a comprehensive Total Rewards package, which includes paid time off, medical, dental, and vision coverage, and participation in a 401(a)-retirement plan, with the option to contribute to a voluntary 403(b) plan. UMass Chan welcomes all qualified applicants and complies with all state and federal anti-discrimination laws. #J-18808-Ljbffr

## Vice President, HR Business Partners - Global GTMBoston, MA, USAOur world is transforming, and PTC is leading the way.Our software brings the physical and digital worlds together, enabling companies to improve operations, create better products, and empower people in all aspects of their business.Our people make all the difference in our success. Today, we are a global team of nearly 7,000 and our main objective is to create opportunities for our team members to explore, learn, and grow - all while seeing their ideas come to life and celebrating the differences that make us who we are and the work we do possible.## Vice President, HR Business Partner - Chief Revenue Officer (CRO)## The Vice President, HR Business Partners will serve as the principal strategic advisor to the Chief Revenue Officer (CRO) and the executive leadership of all Go-To-Market (GTM) functions-Sales, Marketing, Customer Success, Revenue Operations, and Partner/Channel organizations. This enterprise-impact role will shape and lead people strategies that accelerate global growth, drive innovation, and enhance customer-centricity across all revenue-generating teams. The ideal candidate is a seasoned HR executive with exceptional business acumen, a commanding executive presence, and a track record of influencing C-suite leaders and driving transformational change in complex, high-growth environments.## Key Responsibilities### Enterprise Strategic Partnership- Serve as a trusted advisor to the CRO and GTM executives, translating business strategy into integrated people plans.- Influence and guide executive decision-making on talent strategy, organizational effectiveness, and leadership alignment.- Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.### Organizational Architecture & Workforce Strategy- Lead enterprise-level organizational design and workforce planning initiatives to support evolving GTM models.- Align talent capacity, productivity, and investment with long-term business objectives in partnership with Finance and GTM Operations.- Drive strategic workforce evolution, including capability building, future skills planning, and global talent optimization.### Executive Talent & Leadership Development- Architect and execute leadership development strategies that build bench strength and succession readiness across GTM functions.- Champion executive coaching, performance acceleration, and high-potential talent programs tailored to customer-facing leaders.### Culture Transformation & Change Leadership- Shape and sustain a high-performance, customer-obsessed culture aligned with enterprise values and growth ambitions.- Lead change management strategies for GTM transformation, new market entry, and operating model shifts.- Design and deploy engagement strategies that attract, retain, and inspire top talent in competitive global markets.### Enterprise Collaboration & Influence- Partner with HR Centers of Excellence (COEs)-Talent Acquisition, Total Rewards, Learning & Development, and DEI-to deliver scalable, tailored solutions.- Collaborate across the HRBP network to drive consistency, share best practices, and align on enterprise-wide talent initiatives.## Qualifications- 15+ years of progressive HR leadership experience, including significant tenure as a strategic HRBP in global, high-growth environments.- Deep expertise supporting Sales and GTM functions at the executive level, ideally within SaaS, technology, or B2B enterprise sectors.- Demonstrated success influencing C-suite leaders, driving strategic decisions, and leading enterprise-wide organizational change.- Mastery in organizational development, executive coaching, workforce strategy, and high-performing team design.- Strong analytical and strategic mindset with fluency in data-driven decision-making.- Exceptional communication, executive presence, and stakeholder engagement skills.- Bachelor's degree required; advanced degree preferred.PTC carefully considers a wide variety of factors when determining compensation. The anticipated annual base salary range for this position is between **$211,000 - $275,000**. The salary range reflects a good-faith estimate of compensation at the time of posting. Actual compensation may vary based on a candidate's skills, qualifications, experience, and location. Additionally, candidates may be eligible for a performance-based bonus. Employees also have the opportunity to become a PTC shareholder through our employee share purchase program (ESPP), which allows for the purchase of discounted PTC stock. Certain roles may also be eligible for participation in our equity programs. Employees may be eligible for medical, dental and vision insurance, paid time off and sick leave, tuition reimbursement, 401(k) contributions and employer match, flexible spending accounts, life insurance, disability coverage and, if you are an office-assigned employee, a generous commuter subsidy. All total rewards and benefits programs are subject to applicable plan eligibility and other terms and conditions.For more information about PTC's comprehensive benefits, please visit our .Applications will be accepted on an on-going basis.At PTC, we believe in the power of diverse ideas and perspectives. As a global company that values and respects all identities, cultures, and perspectives, we strive to create an inclusive PTC for ALL through an environment where everyone feels like they belong and are empowered to bring their true, authentic selves to work. Proud to be an Equal Opportunity Employer, we welcome applicants from all backgrounds and hire without regard to race, national origin, religion, age, color, ethnicity, ancestry, marital status, sex (including pregnancy), sexual orientation, gender identity, gender expression, genetic information, disability, veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.Life at PTC is about more than working with today's most cutting-edge technologies to transform the physical world. It's about showing up as you are and working alongside some of today's most talented industry leaders to transform the world around you.We respect the privacy rights of individuals and are committed to handling Personal Information responsibly and in accordance with all applicable privacy and data protection laws. ."You can learn more about who we are, what we do, and what sets us apart by following us on social media. The #lifeat PTC experience is one that we're proud to share and it just keeps getting better.Years of experience* Less than 2 years* 2 - 4 years* 4 - 8 years* 8+ years Top skills Employee EngagementChange ManagementHRISConsulting1. Vice President Human Resources2. Director Human Resources3. Senior Vice President Human Resources4. Chief Human Resources Officer5. Head of Human Resources #J-18808-Ljbffr

A luxury hotel group in Boston is seeking a Director of People & Culture to lead HR initiatives, manage recruitment strategies, and oversee labor relations for a 5-Star luxury hotel. The ideal candidate will have a 4-year degree, at least 5 years of HR experience in a hotel, and recruitment experience in the hospitality field. A competitive salary range of $170,000 to $185,000 is offered along with excellent benefits. #J-18808-Ljbffr

A leading nonprofit consulting agency is seeking a Principal HR Consultant to provide strategic guidance and support to nonprofit clients. The ideal candidate will have over 8 years of HR experience, strong knowledge of employment law, and a passion for equity and inclusion. This role involves advising on complex personnel matters, coaching managers, and maintaining documentation for compliance. Opportunity to work with a diverse range of organizations, emphasizing people-centered practices. #J-18808-Ljbffr

Posted Friday, November 28, 2025 at 5:00 AM Bay Cove Human Services' mission is to partner with people to overcome challenges and realize personal potential. Bay Cove pursues this mission by providing individualized and compassionate services to people facing the challenges associated with developmental disabilities, mental illness, substance use disorders, and homelessness at more than 175 program sites throughout Greater Boston and southeastern Massachusetts. Job Summary: The HR Business Partner (HRBP) position acts as a strategic partner to the leaders in our programs to help them lead and build effective teams that contribute to our mission. The position develops partnerships within the HR function to deliver value-added service to management and employees that reflect the strategic objectives of the organization. This is an exempt position. Essential Functions of the Position: Meets regularly with the program VPs and their teams. Providing HR guidance to ensure a positive outcome Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with outside legal counsel as needed/required. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on program restructures, workforce planning and succession planning. Identifies training needs for programs and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Job Requirements: Bachelor's degree preferred with a minimum of 8 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Strong influence skills and the ability to thoughtfully navigate difficult situations Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Google Suite or related software. Bay Cove Human Services is an Equal Opportunity Employer and does not discriminate on the basis of race, ethnicity, religion, sex, gender identity or expression, national origin, sexual orientation, disability, age, veteran status, or any other groups as protected by Massachusetts or federal law. All qualified candidates, regardless of background, are encouraged to apply. Bay Cove Human Services does not offer visa sponsorships at this time and will require candidates to be authorized to work in the United States. Pay Range: $100,000 - $110,000 annual salary #J-18808-Ljbffr

At PwC, our people in tax services focus on providing advice and guidance to clients on tax planning, compliance, and strategy. These individuals help businesses navigate complex tax regulations and optimise their tax positions. Those in mergers and acquisition tax at PwC will focus on providing tax advice and guidance during mergers, acquisitions, and other business transactions. Your work will involve analysing the tax implications of such transactions, developing tax structures, and assisting clients in navigating complex tax regulations to optimise tax outcomes. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Lead in line with our values and brand. Develop new ideas, solutions, and structures; drive thought leadership. Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. Balance long-term, short-term, detail-oriented, and big picture thinking. Make strategic choices and drive change by addressing system-level enablers. Promote technological advances, creating an environment where people and technology thrive together. Identify gaps in the market and convert opportunities to success for the Firm. Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the Federal M&A team you are expected to lead the way as technology-enabled tax advisors who provide benefits through digitization, automation, and increased efficiencies. As a Director, you are responsible for setting the strategic direction and leading business development efforts, making impactful decisions and overseeing multiple projects while maintaining executive-level client relations. This role is crucial in driving business growth, shaping client engagements, and mentoring the future leaders. Responsibilities Define and communicate the strategic vision for the Federal M&A team Drive business growth through innovative tax advisory services Oversee multiple projects maintaining client satisfaction and quality Build and maintain executive-level client relationships Mentor and develop the future leaders of tax Utilize technology to enhance tax processes and efficiencies Maintain PwC's reputation for quality, integrity, and inclusivity Collaborate with other PwC teams to deliver integrated solutions What You Must Have Bachelor's Degree in Accounting 6 years of experience A Juris Doctorate (JD), Master of Laws (LLM), or Master's degree in Accounting or Taxation field of study considered in lieu of a Bachelor's Degree in Accounting. CPA, Member of the Bar or other tax, technology, or finance-specific credentials may qualify for this opportunity What Sets You Apart Juris Doctorate preferred Proficiency in tax consulting and planning Proficiency in transaction structuring for tax issues Proven skills in financial modeling Experience in leading tax technical teams Proven record in generating new business Utilizing automation and digitization in tax services Evaluating and negotiating contracts Working with large, complex data sets As PwC is anequal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. The salary range for this position is: $150,000 - $438,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. #J-18808-Ljbffr

EG America is one of the fastest-growing convenience store retailers in the United States, committed to becoming America's #1 ‘one-stop' destination. The business has an established pedigree of delivering excellent fuel, grocery and merchandise, and food service. Headquartered in Westborough, Massachusetts, our Company has grown to over 1,500+ locations across the United States employing over 18,000 team members. You can find us operating under the following store banners: Certified Oil, Cumberland Farms, Fastrac, Kwik Shop, Loaf N Jug, Minit Mart, Sprint Food Stores, Tom Thumb, Turkey Hill, and Quik Stop. Our headquarters in Westborough, MA is home to our Store Support Center, Company Warehouse, and Culinary Center. What We Offer: Competitive Wages Work today, get paid tomorrow through our earned wage access program* Paid Time Off Medical/Health/Dental Coverage 401K with Company Match Team Member Discounts Tuition Reimbursement Employee Assistance Program Health Savings Account Company Spirit Days Employee recognition and awards And much more! Position Summary: The Vice President of Human Resources serves as a strategic and operational leader responsible for the HR Business Partner (HRBP) and Employee Relations (ER) functions for EG America, a large, multi-state convenience retailer. This role partners closely with executive leadership and field operations to ensure people strategies directly enable business performance, operational excellence, and cultural integrity. The VP of HR leads a geographically distributed HRBP and ER team supporting frontline, field, and corporate populations-driving consistent application of people practices, proactive risk management, and leader capability across a complex, high-volume environment. Responsibilities: Serve as a trusted advisor to executive leadership and senior field leaders on organizational effectiveness, workforce planning, and people-related risk Translate business strategy into scalable HRBP and ER frameworks aligned to retail operations and growth objectives Drive consistent execution of HR philosophy, policies, and decision-making across regions, banners, and functions Lead and develop a high-performing HRBP organization supporting field operations and corporate teams Establish clear role clarity, expectations, and operating models for HRBPs across the enterprise Coach HRBPs to effectively support leaders on performance management and accountability, leadership capability and succession planning, organizational design and change management, workforce planning and labor strategy. Ensure HRBPs operate as business-aligned consultants, not transactional support Own enterprise Employee Relations strategy, including investigations, corrective action, terminations, and policy interpretation Ensure consistent, fair, and legally compliant handling of ER matters across all locations Partner with Legal and Compliance on high-risk cases, litigation trends, and preventative strategies Analyze ER data and trends to identify systemic issues and recommend proactive solutions Oversee development, interpretation, and application of HR policies and practices Ensure compliance with federal, state, and local employment laws across multiple jurisdictions Provide guidance on union-adjacent environments, wage/hour considerations, and frontline labor risks Partner with Operations and Talent teams to build leader capability at the field and regional levels Reinforce a culture of accountability, inclusion, respect, and performance Support enterprise initiatives related to DEI, engagement, and values-based leadership Establish KPIs and dashboards related to ER risk, HRBP effectiveness, turnover, engagement, and leader capability Use data to identify trends, measure impact, and continuously improve HR service delivery Drive standardization and simplification of HR processes in a fast-paced retail environment Working Relationships: Interfaces will all levels within the organization including senior management. Coordinates with external vendor parters, government agencies and outside counsel as needed. Requirements Minimum Education: Bachelor's degree required Preferred Education: Master's degree Minimum Experience: 12+ years of progressive HR leadership experience, with significant experience in retail, hospitality, restaurants, or other frontline-heavy environments Demonstrated success leading HR Business Partner and Employee Relations functions at scale Experience supporting multi-state or national operations with complex labor considerations Proven ability to influence senior leaders and drive consistency in decentralized organizations Soft Skills: Excellent oral and written communication skills Proficient in Microsoft Office Suite Deep expertise in employee relations, employment law fundamentals, and risk mitigation Strong business acumen with the ability to balance empathy and accountability Exceptional leadership presence and executive communication skills Data-driven, pragmatic, and comfortable operating in fast-moving, high-volume environments Change leadership experience in growth, transformation, or post-acquisition settings Travel Ability to travel independently 10%. Must have clean driving record. Hours & Conditions Monday - Friday 8 hour day in office setting Physical Requirements Ability to maneuver and regularly lift and or move up to 10 pounds, frequently lift and/or move up to 25 pounds. Wage $199125-$265500

Our Greater Boston retail client is seeking an experienced HR Director to lead and shape their human resources initiatives. This pivotal role offers the opportunity to champion a dynamic, family-oriented company culture known for its meticulous attention to fit, feel, and quality. The HR Director will serve as a strategic advisor to executive leadership and drive HR excellence across corporate and retail operations, fostering an inclusive environment where innovation and personal touch are at the forefront. With a focus on growth and transformation, you'll have the chance to leave your mark on an iconic brand that values passionate, creative, and approachable leaders. Compensation: $130,000 - $150,000 *These salary numbers are not guaranteed, and take into account experience level, qualifications, and internal equity - potential offer may be outside of this range* Responsibilities: Partner with leadership to support people strategies aligned with overall business objectives. Contribute to initiatives that promote employee engagement, development, and organizational effectiveness. Support recruiting efforts and hiring processes to help meet evolving workforce needs. Coordinate onboarding activities to ensure a smooth and welcoming transition for new hires. Provide guidance on employee relations matters, performance discussions, and workplace concerns. Oversee core HR operations, including payroll administration, in alignment with company standards and compliance requirements. Assist with the administration of employee benefits and related programs. Help ensure compliance with employment regulations and maintain accurate HR records and documentation. Foster a positive, inclusive workplace culture that reflects company values. Support the ongoing improvement of HR processes, systems, and reporting as the organization grows. Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field. 8-10+ years of progressive HR experience, with demonstrated leadership responsibility. Experience working in retail, fashion, or consumer-facing environments is highly desirable. Proven expertise in payroll management and wage/hour compliance. In-depth knowledge of employment legislation and HR best practices. Strong strategic mindset balanced with practical execution skills. Exceptional interpersonal, communication, and problem-solving abilities. Our Commitment to Inclusion & Belonging: The Hollister Group is an equal opportunity employer. We welcome and encourage applications from people who are under-represented in their respective occupation or position.

Who You Are: Experienced HR systems technical leader with a strong background in Workday HCM and related modules (Core HR, Talent, Benefits, Compensation, Payroll, Recruiting, etc.). Deep expertise in Workday integrations (Workday Studio, EIB, REST/SOAP APIs, and middleware solutions). Skilled at designing, implementing, and optimizing Workday technical architecture and ensuring scalability, security, and compliance. Adept at leading technical teams, setting technical direction, and providing mentorship in HR systems engineering and development. Strong collaborator with HRIS, other IT teams, and business partners to deliver robust HR technology solutions that align with enterprise strategies. Demonstrated ability to translate business needs into technical solutions, ensuring long-term adoption and system performance. Role Overview: Lead the technical strategy and roadmap for HR systems with a focus on Workday integrations, automation, and optimization. Oversee the technical design, development, and deployment of Workday solutions, ensuring best practices for system performance, security, and data integrity. Serve as the technical authority for Workday integrations with payroll providers, benefits vendors, finance systems, and other enterprise platforms. Partner with HR, other IT teams, and business stakeholders to ensure Workday solutions are fully optimized to enhance employee experience, compliance, and efficiency. Manage and mentor a team of Workday technical specialists, providing direction on integration frameworks, release management, and technical troubleshooting. Key Responsibilities: Define and enforce technical standards and best practices for Workday system design, integrations, and upgrades. Oversee and also provide hands-on development and support of Workday integrations, ensuring high availability, scalability, and security. Analyze and optimize the current HR systems landscape, recommending technical enhancements and automation opportunities. Own the Workday technical backlog and release cycle, partnering with product managers and HR leaders on prioritization. Partner with Workday consultants and vendors, providing technical leadership on implementation, integrations, and upgrades. Monitor system performance, adoption, and data integrity, using analytics to drive continuous improvement. Provide technical mentorship to team members, ensuring professional growth and alignment with business goals. Ensure compliance with HR data privacy, SOX, and security standards across Workday and connected systems. Requirements: Proven technical management experience in HR technology, with 10+ years of Workday expertise. Strong knowledge of Workday HCM, Benefits, Payroll, Talent, Recruiting, and Integrations. Hands-on experience with Workday Studio, EIB, Core Connectors, APIs, and Web Services. Experience leading technical teams and managing Workday integration roadmaps, upgrades, and support models. Agile delivery experience; familiarity with Jira, Confluence, and Kanban is a plus. Strong problem-solving and data analysis skills with the ability to manage complex technical environments. Excellent communication and leadership skills with the ability to influence across HR, IT, Payroll and Finance. Leadership Competencies: Technical strategist who balances long-term system architecture with day-to-day execution. Influential leader who drives alignment across technical and business teams. Clear communicator and problem solver, ensuring complex technical issues are resolved and translated into business value. Mentor and coach who develops high-performing HR technology teams and fosters a culture of innovation.

BOSTON GLOBE TOP PLACES TO WORK IN 2023, 2024, and 2025! Boston Showcase Company, the premier foodservice kitchen design, equipment, tabletop, furniture and supplies dealer in Greater Boston is seeking an organized, motivated individual for the role of Chief of Staff and Head of HR as part of our leadership team. BSC is a family business now in our fourth generation and we want you to come be part of our continued success! Our customers include some of Boston's most recognizable restaurants and hotels, as well clubs, healthcare facilities, schools, general contractors and more. Primary Responsibilities: Head of HR (50%) Manage HR functions such as payroll, hiring and employee development. Manage weekly payroll, PTO, 401k program, health and dental insurance in conjunction with ownership. Oversee the annual employee review process for our 60+ employees. Key point of contact for any employee concerns or issues. Chief of Staff (50%) Culture Leader: Serve as a culture leader to our staff in unison with ownership promoting our Core Values listed below. You are the "glue" of the company, building and maintaining morale. Meeting Prep & Follow-Up: Draft agendas, create briefing materials for leadership and other departmental meetings as needed. Capture action items and ensure follow-through. Special Projects: Support ownership by spearheading tasks such as booking event spaces for parties and coordinating the purchase of custom branded clothing for the staff. Presentation Design: Assist in building and refining decks for internal Town Hall meetings, board presentations and special company events. Strong interest in living out our Core Values while at work: Respect Others Be Accountable for Your Actions Care About the Customer Constant Communication Go Above and Beyond Perks include medical & dental benefits, flexible work environment, company lunches, and a 401k plan after 1 year of employment. We look forward to hearing from you! *We expect in today's day and age that you will work from home from time to time. Many of our employees do currently. In this role, as a culture leader, office presence is important and expected at least 3x per week after the initial few months of 4-5 days per week.

A global biotechnology company in Boston is seeking a Senior Director of Employee Relations and HR Governance to shape and execute its global employee relations strategy. The role requires a strategic leader with over 12 years of progressive HR experience specializing in employee relations and investigations. The successful candidate will ensure compliance, manage workplace investigations, and advise on sensitive matters. The position offers a competitive salary range and comprehensive benefits package. #J-18808-Ljbffr

HR Consultant Contract: 3+ months Pay: $40-50/hr Benefits: Eligible for health, dental, vision, 401k. We are seeking an experienced Interim HR Consultant to support a fast-paced retail organization during a critical period of growth and operational build-out. This role will partner closely with a lean HR team to stabilize day-to-day operations, improve systems and processes, and lead heavy auditing efforts across HR, compensation, and benefits. Key Responsibilities HR Operations & Auditing Handle heavy HR auditing and help design a structured auditing process for future cycles (workflows, documentation, data cleanup) Maintain accurate employee data within Dayforce HRIS Support onboarding, offboarding, and employee lifecycle changes Assist with employee events and engagement initiatives Compensation Support Support merit and promotion planning processes Build, analyze, and audit compensation spreadsheets and dashboards Allocate and audit merit increases Review bonus structures and correct issues within Dayforce Support refinement and cleanup of existing compensation models Benefits & Compliance Support benefits administration and internal auditing processes Assist with compliance-related reporting (including exposure to 1095-C processes) Partner with external consultants as needed while helping build internal capability Reporting & Data Track employee headcount and create HR dashboards Ensure reporting is clean, accurate, and leadership-ready Provide ongoing data analysis and reporting support Cross-Functional Support Partner closely with HR leadership on policies, procedures, and reporting needs Provide HR support to retail operations as needed Shift seamlessly between HR operations, TA, payroll backup, and benefits support based on business priorities Qualifications 3-5+ years of HR Generalist or HR Manager experience Strong recruiting experience (posting, sourcing, scheduling, candidate coordination) Experience supporting a small or lean HR team strongly preferred Dayforce experience highly preferred (or experience with a major HRIS platform) Experience with ATS platforms (Workable a plus) Strong auditing, workflow design, and data management skills Retail or multi-site environment experience is a plus Highly detail-oriented with strong communication and executive presence Comfortable working in a fast-paced, evolving environment with minimal support

Ready to help us transform healthcare? Bring your true colors to blue. Vice President, Total Rewards, HRIS and HR Operations This position is eligible for our FLEX persona. For more information on our personas, visit our How We Work page. The Vice President of Total Rewards and HR Information Systems and Operations is a strategic and hands-on leader responsible for the design, implementation, and administration of the company's comprehensive total rewards and HR operations strategies. This executive role is crucial in attracting, retaining, and motivating top talent by ensuring our compensation, benefits, and HR systems are competitive, compliant, and aligned with our business objectives. The ideal candidate will be a data-driven leader with a proven track record of building scalable systems, driving operational excellence, and using total rewards to foster a culture of high performance. Key Responsibilities Strategic Leadership: * Partner with the Chief People Officer (CPO) and executive leadership to develop and execute a forward-looking total rewards strategy that supports the company's mission and growth objectives. * Provide strategic direction and oversight for all compensation, benefits, retirement, health and wellness, and absence management programs. * Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities. * Lead and champion change management efforts associated with the evolution of total rewards programs and HR systems to ensure successful adoption and a positive employee experience. * Serve as a key advisor and provide primary support to the Human Resources and Compensation Committees of the Board of Directors, preparing and presenting materials on executive compensation, total rewards strategies, and other relevant governance topics. * Lead the HR Operations and HRIS functions to ensure efficient and effective delivery of HR services, leveraging technology and automation to enhance the employee experience. * Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities. Compensation: * Own and evolve the company's total reward philosophy, including job architecture, salary structures, and incentive programs. * Lead the annual compensation planning process, including salary adjustments, bonus payouts, and long-term incentive awards. * Conduct market analysis and benchmarking to ensure compensation programs are competitive and equitable. * Champion the company's commitment to pay equity and transparency, ensuring clear, open, and consistent communication with candidates and associates in alignment with the Total Rewards Philosophy. * Ensure compliance with all federal, state, and local regulations related to compensation. Benefits & Wellness: * Oversee the design, administration, and communication of all health and welfare plans, retirement programs, and wellness initiatives. * Champion a holistic approach to employee well-being, including physical, mental, and financial health. * Manage relationships internally with sales and finance and externally with vendors, to ensure high-quality service and cost-effective solutions. * Ensure compliance with all relevant regulations, including ERISA, ACA, COBRA, and HIPAA. HR Operations, Information Systems (HRIS): * Lead the HRIS function, setting the strategy for HR technology and ensuring the optimal use, integration, and enhancement of our HRIS platform (Workday) and other HR systems. * Drive a roadmap of continuous improvement and innovation in all HR systems and processes to enhance scalability, efficiency, and data accuracy. * Ensure the seamless execution of all HR operational processes, from onboarding to offboarding. Qualifications * Education: A bachelor's degree in human resources, Business Administration, Finance, or related experience is required. A master's degree (MBA or MS in HR) is preferred. * Experience: A minimum of 10-15 years of progressive experience in Total Rewards and HR Operations, with at least 5-7 years in a senior leadership role. Experience in the health insurance or healthcare industry is strongly preferred. * Certifications: Professional certifications such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or SHRM-SCP are highly desirable. Skills & Competencies * Strategic Vision: Ability to think strategically and develop a long-term vision for total rewards and HR operations that aligns with the company's goals. * Leadership: Proven ability to lead, mentor, and develop a high-performing team across multiple functions. * Change Management: Demonstrated expertise in leading organizations through significant changes to systems, processes, or compensation and benefits philosophies. * Analytical Skills: Strong analytical and problem-solving skills, with the ability to translate data into actionable insights. * Partnership Integration: Experience in leading HR due diligence and integration processes for strategic partnerships and collaborations, ensuring seamless cultural and operational alignment. * Communication: Excellent communication and presentation skills, with the ability to influence stakeholders at all levels, including the Board of Directors. Demonstrated ability to communicate complex topics in a simple and transparent manner across the organization. * Financial Acumen: A strong understanding of the financial implications of compensation and benefits programs. * Regulatory Knowledge: Deep knowledge of all relevant laws and regulations governing compensation and benefits programs. #LI-Hybrid Minimum Education Requirements: High school degree or equivalent required unless otherwise noted above Location Boston Time Type Full time Salary Range: $316,080.00 - $386,320.00 The job posting range is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs and affordability. This job is also eligible for variable pay. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and a suite of well-being benefits to eligible employees. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law. WHY Blue Cross Blue Shield of MA? We understand that the confidence gap and imposter syndrome can prevent amazing candidates coming our way, so please don't hesitate to apply. We'd love to hear from you. You might be just what we need for this role or possibly another one at Blue Cross Blue Shield of MA. The more voices we have represented and amplified in our business, the more we will all thrive, contribute, and be brilliant. We encourage you to bring us your true colors, , your perspectives, and your experiences. It's in our differences that we will remain relentless in our pursuit to transform healthcare for ALL. As an employer, we are committed to investing in your development and providing the necessary resources to enable your success. Learn how we are dedicated to creating an inclusive and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path by visiting our Company Culture page. If this sounds like something you'd like to be a part of, we'd love to hear from you. You can also join our Talent Community to stay "in the know" on all things Blue. At Blue Cross Blue Shield of Massachusetts, we believe in wellness and that work/life balance is a key part of associate wellbeing. For more information on how we work and support that work/life balance visit our "How We Work" Page.